Foreword
Thanks to efficient cooperation between its Industrial Furnaces, Hardening Technology, Die Forge and Technology business areas, RUBIG is a world-leading system supplier of refined metallic parts and components.
With this Code of Conduct, the RUBIG group of companies shows what the Group has stood for since its foundation. All the companies within the RUBIG Group have committed themselves to the principles outlined below and to the guidelines developed from these principles.
The commitment to technology and innovation ensures ongoing development of its products and services, with RUBIG always focussed on customer needs and interests. Based on our industrial experience, technologies have been developed and specialists trained who will continue to contribute to future-proof solutions.
RUBIG is committed to an ecological approach and to careful and sustainable treatment of our environment; this determines its purchasing policies and also its activities in general.
Gender Note
For better readability, the shorter male form is used for personal nouns. This is purely for editorial reasons and implies no value judgment. In the interest of equal treatment, the corresponding terms fundamentally apply to all genders.
VALUES
What RUBIG is committed to
RUBIG is committed to a forward-looking and sustainable corporate policy that is based on economic efficiency and environmental and social responsibility, and that is not in conflict with corporate growth and free competition. The introduction of a code of conduct is therefore just another logical step for the Group.
The Code of Conduct applies to all companies of the RUBIG Group and their employees. Overseas subsidiaries may take the required national particularities into consideration when implementing the Code of Conduct, as long as the former do not invalidate its basic rules of conduct.
The Code of Conduct is to be understood as a binding basis for trust, reliability, transparency and quality, and serves as a guide in operational and strategic business.
The Code of Conduct therefore fulfils two tasks. On the one hand, it is intended to motivate employees to act responsibly and, on the other hand, it reflects corporate actions.
The Code of Conduct is based on the company’s fundamental values, which are defined in the strategic guidelines.
In addition, the Code of Conduct is based on the rules of the Austrian Corporate Governance Code, the ILO (International Labour Organisation) Declaration on Fundamental Principles and Rights at Work, the UN Global Compact, the Universal Declaration of Human Rights (A/RES/217, UN Doc. 217/A-[III]) and the European Convention for the Protection of Human Rights and Fundamental Freedoms.
Business ethics
The RUBIG Group is committed to ethical principles in its business policies. In its own interests and those of its employees, conflicts of interest or loyalty should be avoided.
The guiding principles in the area of business ethics are as follows:
Employees must disclose potential conflicts of interest and, according to their employment contract, may not participate directly or indirectly in a company that has a business relationship with its customers or suppliers.
RUBIG is committed to fair, international competition and opposes all forms of corruption. As a company, the RUBIG Group and all its business activities are subject to laws and regulations and the standards arising from them. This includes all international and national regulations as well as local regulations, for example those concerning occupational health & safety.
RUBIG has set itself the goal of operating within this framework and also expects its employees to conduct themselves accordingly.
RUBIG also takes corporate, cultural and social regulations into account in its decisions and actions.
One of our top priorities is to meet or, if possible, exceed our customers’ requirements and expectations. RUBIG aims for long-term business relationships and wants to offer customers appropriate, efficient, reliable, cost-effective and long-lasting solutions.
Customers and Suppliers
The customer is at the centre of our activities in all areas of the company. RUBIG takes the needs of its customers seriously and thereby creates tangible competitive advantages for them. The success of today’s customers is the success of tomorrow. In order to meet customer expectations, the RUBIG Group presents itself as professional, innovative and flexible.
With internationalisation, it is exploring new sales markets. This makes it possible to expand innovation leadership in these areas and sustainably strengthen our locations. Growth and continuity, as a result of increased profits, are also the focus of our marketing development.
The guiding principles with regard to customers are as follows:
RUBIG treats customers fairly and in a service-oriented manner, responding to their needs and wishes as far as possible. It provides customers with comprehensive, truthful and up-to-date information. By adapting the range of services and providing ongoing training for customers and employees, RUBIG strives to always be at the cutting edge of technology.
The RUBIG Group aims to have long-term business relationships based on mutual respect, trust and reliability. Together with suppliers, it works on optimal solutions for customers.
The guiding principles with regard to suppliers are as follows:
For RUBIG, suppliers are equal partners. Procurement procedures are transparent and – even in business relationships of many years’ standing – are based on the principles of free competition. Suppliers that do not meet the required quality criteria, or do not comply with or sufficiently comply with regulations on safeguarding, health and safety and pay will be excluded from the awarding of contracts.
Employees
The most important success factor for the RUBIG Group is its motivated, committed, innovative employees. As a family business, RUBIG feels particularly close to its employees. RUBIG has been run as a family business since 1946.
The employees ensure the success of the company through continuous improvement of all the company processes. Open communication, such as direct dialogue between colleagues, employees and management, as well as a targeted information policy are very important to the RUBIG Group.
Many employees have been connected with the RUBIG Group for decades. RUBIG aims to have long-term employment relationships with diverse, interesting areas of responsibility and promotes the personal training and development of employees throughout the entire group. Its intention is to recruit managers from within its own ranks and thereby ensure knowledge transfer within the group of companies.
It goes without saying that the same standards in terms of employee protection, occupational health and safety technology apply to all employees.
Occupational safety and accident prevention
RUBIG is aware that failure to comply with safety guidelines can have drastic consequences for the person affected or for others. Therefore, the areas of occupational safety and accident prevention are given high priority. With the implementation of / certification under ISO 45001 occupational health and safety management, RUBIG promotes continuous improvement of occupational health & safety. RUBIG’s aim is to safeguard the well-being of its employees and also in the supply chain.
The guiding principles with regard to occupational health & safety and accident prevention are as follows:
RUBIG gives ongoing training to its employees in occupational health and safety and accident prevention. All safety guidelines must be strictly followed. The consumption of alcohol and other legal intoxicants and narcotics during working hours is prohibited. Violations will be subject to strict sanctions.
Technology and Sustainability
Technology and sustainability for future generations
RUBIG offers optimal customer-specific solutions through its expertise in materials, moulding and heat treatments. The goal is forward integration, from the idea through to the production of finished products for the end user. The innovation process is a driver for new technologies and product developments. Providing the best quality is a given.
HUMAN RIGHTS COMPLIANCE AND PROHIBITION OF DISCRIMINATION
In accordance with the principles of the UN Global Compact, RUBIG is committed to full compliance with human rights, employment standards, environmental protection and the fight against corruption throughout the entire Group. RUBIG employees attach great importance to treating each other with respect. Their conduct is characterised by mutual understanding, fairness and openness. Discrimination and harassment are unacceptable and will not be tolerated.
At RUBIG, all persons are treated fairly, regardless of their ethnic origin, skin colour, nationality, gender, religion or belief, disability, age, veteran status, sexual orientation or other legally protected characteristics. No-one is favoured, disadvantaged or harassed.
RUBIG supports its employees’ professional and personal development wherever possible and sets ambitious but realistic targets with them.
This principle applies not only to our own business activities, but also to our global upstream and downstream supply chains.
- RUBIG respects and supports the protection of international human rights
to the best of its abilities. - RUBIG ensures that it is not complicit in human rights violations.
- RUBIG respects freedom of assembly and the effective recognition of the right to collective bargaining.
- RUBIG advocates the elimination of all forms of forced labour.
- RUBIG advocates the abolition of child labour.
- RUBIG advocates the elimination of discrimination in respect of employment and occupation.
- RUBIG supports a precautionary approach in dealing with environmental problems.
- RUBIG takes initiatives at home and abroad to create a greater sense of responsibility for the environment.
- RUBIG promotes the development and dissemination of environmentally friendly technologies and is partly involved in these with its own developments.
- RUBIG opposes all forms of corruption.
COmbatting CORRUPTION
The RUBIG Group acts responsibly and firmly rejects corruption. It also expects this attitude from its business partners.
Donations to business partners and media representatives are only permitted within reasonable limits. Special caution is required when dealing with public and elected officials: civil servants, judges, politicians or other representatives of public institutions, as well as members of parliament, may not receive gifts, benefits or invitations that could call into question their independence. ‘Facilitation payments’ are also not permitted. These are payments intended to induce public officials to carry out or accelerate a duty-bound action.
Corruption often arises from conflicts of interest when professional activities collide with private interests. RUBIG employees are therefore required to conduct themselves correctly and to strictly separate private interests from company interests.
Potential conflicts of interest should be avoided in advance. Possible conflicts must be transparently disclosed and documented. Business relationships may only be entered into or maintained according to objective and transparent criteria. Decisions, deliberations or recommendations must not be influenced by private interests or material advantages. RUBIG also expects these principles from its business partners: RUBIG aims to impress with its products and services – not with undue advantages.
RUBIG employees may not accept, request, offer or grant any personal benefits in the course of their official duties. This applies not only to direct financial contributions, but also to those that could call objectivity while on duty into question. Invitations, gifts and financial contributions must therefore be refused if they exceed the reasonable and usual scope of business practice. This also applies to donations to persons closely connected to the employee, such as family members or close relatives.
Transparent and reliable business relationships are an essential contribution towards combating corruption. We therefore expect our business partners to show the same level of commitment in the fight against corruption.
DATA PROTECTION
At RUBIG, data protection is taken seriously and all employees are obliged to comply with data protection regulations. The Data Protection Officer supports the specialist departments in this regard.
Personal data will only be collected, processed or used if this is permitted by law or if the data subject has consented. RÜBIG is committed to the economical storage and transparent processing of personal data. This ensures a uniformly high level of data protection throughout the entire group.
ENVIRONMENTAL PROTECTION
Compliance with environmental laws, environmental due diligence and binding obligations are a high priority for the RUBIG Group. The RUBIG Group continuously reviews the implementation of its due diligence obligations in view of the constantly changing framework conditions and business activities. Through ISO 14001 (environmental management) implementation/certification, RUBIG is able to ensure compliance with the requirements and continuous improvement with regard to them.
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IMPLEMENTATION OF THE CODE OF CONDUCT
RUBIG is aware that the obligations of this Code of Conduct must, of course, be put into practice. The company owners, executive board and the management team are aware of their function as role models and are committed to this Code of Conduct. The Code of Conduct has been unanimously adopted by the members of the executive board. The Code of Conduct is available on the website home page www.rubig.com, and on the intranet.
All employees of the RUBIG Group are obliged to comply with this Code of Conduct and to consider its principles as a guide for their daily work. Managers must ensure that these rules are complied with in their area of responsibility.
RUBIG attaches great importance to transparent and fair working conditions. All new employees receive a detailed contract that clearly sets out all relevant terms and agreements. These include working hours, salary, holiday regulations and the rights and obligations of both parties.
Every new employee receives a welcome folder containing important information about the company, its values, its culture and practical tips for their everyday work. The goal is for every new employee to feel welcome and well informed from the start.
